Strongly Strongly non-managerial managerial

Dimensions key statements Disagree Neutral Agree

Disagree Agree positoin position

A1. Autonomy 3.4 0

The job allows me to make my own decisions about how to schedule my work. 1 2 3 4 5 3

The job allows me to decide on the order in which things are done on the job. 1 2 3 4 5 4

The job gives me a chance to use my personal initiative or judgment in carrying out the
1 2 3 4 5 4
work.
The job allows me to make a lot of decisions on my own. 1 2 3 4 5 2
Motivational dimension

The job allows me to make decisions about what methods I use to complete my work. 1 2 3 4 5 4

A2. Task Variety 4.5 0

The job involves doing a number of different tasks. 1 2 3 4 5 5
A.

The job requires the performance of a wide range of tasks. 1 2 3 4 5 4

A3. Task Significance 5 0
The results of my work are likely to significantly affect the lives of other people. 1 2 3 4 5 5
The job itself is very significant and important in the broader scheme of things 1 2 3 4 5 5
A4. Task identity 5 0
The job involves completing a piece of work that has an obvious beginning and end. 1 2 3 4 5 5
The job provides me the chance to completely finish the pieces of work I begin. 1 2 3 4 5 5
A5. Feedback from a job 5 0
The work activities themselves provide direct and clear information about the
1 2 3 4 5 5
effectiveness (e.g., quality and quantity) of my job performance.
B1. Job complexity 2 0
The job requires that I only do one task or activity at a time (R) 1 2 3 4 5 2
The tasks on the job are simple and uncomplicated (R) 1 2 3 4 5 2
B2. Information processing 4.5 0
The job requires me to monitor a great deal of information. 1 2 3 4 5 4
The job requires that I engage in a large amount of thinking. 1 2 3 4 5 5
The job requires me to keep track of more than one thing at a time. 1 2 3 4 5 4
knowledge dimension

The job requires me to analyze a lot of information. 1 2 3 4 5 5

B3. Problem solving 3.67 0.00
The job involves solving problems that have no obvious correct answer. 1 2 3 4 5 4
B.

The job requires me to be creative. 1 2 3 4 5 4

The job often involves dealing with problems that I have not met before. 1 2 3 4 5 3
B4. Skills variety 2 0
The job requires me to utilize a variety of different high-level skills in order to complete
1 2 3 4 5 2
the work.
B5. Specialization 5.00 0.00
The job is highly specialized in terms of purpose, tasks, or activities. 1 2 3 4 5 5
The tools, procedures, materials, and so forth used on this job are highly specialized in
1 2 3 4 5 5
terms of purpose.
The job requires a depth of knowledge and expertise. 1 2 3 4 5 5
C1. Social support 3 0
I have the opportunity to develop close friendships in my job. 1 2 3 4 5 3
My supervisor is concerned about the welfare of the people that work for him/her. 1 2 3 4 5 3
People I work with take a personal interest in me. 1 2 3 4 5 3
People I work with are friendly. 1 2 3 4 5 3
Social Dimension

C2. Interdependence 3.33 0.00

The job requires me to accomplish my job before others complete their job. 1 2 3 4 5 2
C.

Other jobs depend directly on my job. 1 2 3 4 5 4

My job cannot be done unless others do their work. 1 2 3 4 5 4
C3. Interaction outside the organization 1
The job requires spending a great deal of time with people outside my organization. 1 2 3 4 5 3
C4. Feedback from others 5 0
I receive a great deal of information from my manager and coworkers about my job
1 2 3 4 5 5
performance.
D1. Ergonomics 4 0
The seating arrangements on the job are adequate 1 2 3 4 5 4
The work place allows for all size differences between people in terms of clearance,
1 2 3 4 5 4
reach, eye height, leg room, etc
Contextual Dimension

D2. Physical demand 3 0

The job requires a great deal of muscular endurance. 1 2 3 4 5 3
D3. Work condition 5 0
D.

The work place is free from excessive noise. 1 2 3 4 5 5

The climate at the work place is comfortable in terms of temperature and humidity. 1 2 3 4 5 5
The job has a low risk of accident. 1 2 3 4 5 5
The job takes place in an environment free from health hazards 1 2 3 4 5 5
Contextual Dim
D. D4. Equipment use 3 0
The job involves the use of a variety of different equipment. 1 2 3 4 5 3
The job involves the use of complex equipment or technology. 1 2 3 4 5 3
A1 3.4 0
A2 4.5 0
A3 5 0
A4 5 0
A5 5 0
B1 2 0
B2 4.5 0
B3 3.67 0.00
B4 2 0
B5 5.00 0.00
C1 3 0
C2 3.33 0.00
C3 1 0
C4 5 0
D1 4 0
D2 3 0
D3 5 0
D4 3 0
 Performance Appraisal for "non-managerial osition"
Potential Rating Scale (PRS) form
APPRAISEE INFORMATION
Appraisee Name: Ahmed Job Title: Electrical Design Engineer

Org/ Division/Department: Engineering Department Date employee began position: Jan-2021 Appraisal Grade

Appraisal date: 09-Mar-2023 Last Appraisal Date: 09-12-2022 LOW

Appraisal Venue: Head Office Period covered: 1st Quarter of 2023 Medium

Appraiser Name: Dalia Fouad Job Title: Engineering Manager Hight

Degree of Importance
Reason for Review: LOW

( Yes ) Periodic ( ) Promotion ( ) Unsatisfactory performance ( ) Merit ( ) End probation (training) period Medium

Hight
Total
Appraised Factors, Basic indicators and related treats Appraisal Grade Degree of Importance Max. Points
Points
Accuracy in performing the work 8 B5 5.00 40.00 50.00
Workmanship

Knowing the job duties 9 A2+ B2 9 81 90

Optimum use of resources 8 D3 5 40 50

Follow occupational safety and health instructions 10 D2 3 30 30 87%

Completion of the quantity (volume) of the assigned work within the

work quantity 7 C2 3.33 23.33 33.33 70%
.specified time

regularity at work 8 B5 5.00 40 50.00

Character traits

Accept supervision and direction 8 C4 5 40 50

Relationship with his co-workers 7 C1 3 21 30

Willingness to help 10 C2 3.33 33.33 33.33 82%

The extent to which he comprehends the instructions given to him 8 C4 5 40 50

responsibility
Initiative and

The ability to organize work 8 A1 3.4 27.2 34

The ability to work without supervision 9 A1 3.4 30.6 34
The ability to act in crises 8 B3 3.67 29.33 36.67 82%

The ability to communicate information and make communication, whether

8 B2 4.5 36 45
oral or written, in a manner that leads to clear and good results
communication skills

Ability to quickly understand clearly when any communication is received

10 B3 3.67 36.6666667 36.67
(eg instructions - orders - or complaints)

The ability to judge the importance of information, determine what should

be included in the communication, the means of achieving the
9 B1 2 18 20 89%
communication, who the communication will be and the timing of the
.communication

566.47 673.00 84%

General Appraisal: (A) outstanding; (B) Very good; (C) good or (D) unsatisfactory) …%
…………………………………………………………………………………………………………
Comments (areas of improving or developing performance)
……………………………………………………………………………………………………………………………………………………………………………………………………
Dear Appraiser, kindly observe the following points when appraising the performance:
ü  Performance appraisal should take place in an interview between you and the appraisee.
ü  Performance appraisal is not a comparison of the performance of the appraisee and his peers. However, performance appraisal is a process during which you compare the
performance of your sub-ordinate against the performance standards of the job.
ü  Each of the appraised factors has a weight according to its importance to the job. Therefore, you are requested to rank the factors according to their importance to the job starting
with (4) to the highest importance and ending with (1) to the lowest importance.
ü  Do not be influenced by reputation of the sub-ordinate when appraising his/her performance.
ü  Do not be affected by the performance of previous years, keep your emotions aside
ü  Do not consider the present moment but look at the period of appraisal.

Points and calculations

Appraisal Grade= Performance exceeds Expectations (9 and above) Performance meets Expectations (from 8.9 to 7) Performance is below expectations (less than 6)
Degree of Importance =crucial (5); Very Important (4); Importance (3); less important (2); Not Important (1)
Total Points= Appraisal grade x Degree of Importance
Maximum Points= Degree of Importance x Maximum appraisal grade (10)
General Appraisal =Total points / Maximum Points %
Rating indication:
 Outstanding Very good Good Unsatisfactory

Performance is
Performance consistently Performance generally
generally below
and significantly exceeds meets expectations in
Performance generally exceeds expectations in important indicators. expectations in
expectations in all many important
critical appraisal
indicators. indicators.
factors.

A B C D
90% and Above 80% : 89.9% 65% : 79.9% Less than 65%

Superior Manager Immediate Manager (Appraiser)

Name:
…………………………… Name:……………………………………………
………………..
Signature:
…………………………… Signature:………………………………………..
……………
Date: / / 　　　　　 Date: / /
　　　　

I have read this appraisal and it had been discussed with me. I understand that signing this appraisal doesn’t necessarily mean I agree with all of information in it or the forfeit my right for review.

Employee (Apraisee) Signature………………………………….

 Performance Appraisal for "Managerial position"
Potential Rating Scale (PRS) form
APPRAISEE INFORMATION
Appraisee Name: Job Title:
Appraisal Grade

Org/ Division/Department: Date employee began position LOW

Appraisal date: Last Appraisal Date: Medium

Appraisal Venue: Period covered: Hight

Appraiser Name: Job Title: Degree of Importance

Reason for Review: LOW

( ) Periodic ( ) Promotion ( ) Unsatisfactory performance ( ) Merit ( ) End probation (training) period Medium

Hight
Appraisal Degree of Total
Appraised Factors, Basic indicators and related treats Max. Points
Grade Importance Points
Stress management: Remains calm and objective under pressure, is able to handle crisis situations
and delivers results without sacrificing quality
A2 0 0 0
Character traits

Focus on details: fully aware of the attributes of job details A4 0 0 0

Production capacity: Active, efficient and persistent in the performance of work and sets high
performance standards, and provides final results
A5 0 0 0

Confidentiality and Privacy: Respects the privacy and confidentiality of the organization and
employees' information
C3 0 0 0
Independence: Accomplishing work independently A1 0 0 0 #DIV/0!
Teamwork: The ability to work with others in a team atmosphere and achieve common goals. This
requires high trust, time, open communication, cooperation, information sharing, positive attitudes, C1 0 0 0
and conflict resolution.
Personal skills

Persistence: He speaks and does not hesitate to present his point of view, does not mind
confrontation when necessary, accepts responsibilities and tasks, and successfully deals with C3 0 0 0
criticism, failures and obstacles (neither passively nor aggressively)

Communication: speaks and writes in a professional manner appropriate to the job, has the ability to
express oneself in an easy way, and has the ability to reach an understanding with everyone
C4 0 0 0

Feedback: He gives continuous feedback to his manager and colleagues and accepts negative and #DIV/0!
positive criticism
C2 0.00 0.00 0.00
The ability to communicate information and make communication, whether oral or written, in a manner
B2 0 0 0
communication

that leads to clear and good results

Ability to quickly understand clearly when any communication is received (eg instructions - orders - or
B3 0.00 0.00 0.00
skills

complaints)
The ability to judge the importance of information, determine what should be included in the
communication, the means of achieving the communication, who the communication will be and the B1 0 0 0 #DIV/0!
.timing of the communication
Time and organization management: ability to set goals, develop effective work schedule and plans
with prioritizing to deliver goals on time and stick to those plans
A2 0 0 0

Creativity and innovation: Active, efficient and persistent in the performance of work and sets high
A1 0 0 0
Supervisory skills

performance standards, and provides final results

Orientation and Training: He trains and trains his subordinates in an easy and simple way and adds
to their information and skills
B4 0 0 0

Decision-Making and Judgment: Rational, wise and logical in making decisions and has the ability
to choose from several options in a wise manner
A1 0 0 0

Problem Solving: He has the ability to detect and avoid expected problems and treat problems after
studying all the data and without bias
B3 0.00 0.00 0.00

Assignment: Actively encourages subordinates to take on tasks and responsibilities, recognizes #DIV/0!
contributions from others, and does not over-control the actions of each situation
A4 0 0 0

0.00 0.00 #DIV/0!

General Appraisal: (A) outstanding; (B) Very good; (C) good or (D) unsatisfactory) …%
…………………………………………………………………………………………………………
Comments (areas of improving or developing performance)
……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Dear Appraiser, kindly observe the following points when appraising the performance:
ü  Performance appraisal should take place in an interview between you and the appraisee.
ü  Performance appraisal is not a comparison of the performance of the appraisee and his peers. However, performance appraisal is a process during which you compare the performance of
your sub-ordinate against the performance standards of the job.
ü  Each of the appraised factors has a weight according to its importance to the job. Therefore, you are requested to rank the factors according to their importance to the job starting with (4) to
the highest importance and ending with (1) to the lowest importance.
ü  Do not be influenced by reputation of the sub-ordinate when appraising his/her performance.
ü  Do not be affected by the performance of previous years, keep your emotions aside
ü  Do not consider the present moment but look at the period of appraisal.

Points and calculations

Appraisal Grade= Performance exceeds Expectations (9 and above) Performance meets Expectations (from 8.9 to 7) Performance is below expectations (less than 6)
Degree of Importance =crucial (5); Very Important (4); Importance (3); less important (2); Not Important (1)
Total Points= Appraisal grade x Degree of Importance
Maximum Points= Degree of Importance x Maximum appraisal grade (10)
General Appraisal =Total points / Maximum Points %
Rating indication:

Outstanding Very good Good Unsatisfactory

Performance
Performance
consistently and Performance is generally below
generally meets
significantly exceeds Performance generally exceeds expectations in important indicators. expectations in critical appraisal
expectations in many
expectations in all factors.
important indicators.
indicators.

A B C D

90% and Above 80% : 89.9% 65% : 79.9% Less than 65%

Superior Manager
:……………… Immediate Manager (Appraiser)
Signature:
……………………… Name:……………………………………………
…………………
Date: / / 　　　
Signature:………………………………………..
　　　　　　
Date: / /
I have read this appraisal and it had been discussed with me. I understand that signing this appraisal doesn’t necessarily mean I agree with all of information in it or the forfeit my right for
review.

Employee (Apraisee) Signature………………………………….